Aptitude testing
Aptitude testing is a collective term for procedures for measuring career-related competencies and behavioral tendencies. Aptitude testing is fundamentally intended to provide the most accurate prediction possible regarding a person's likelihood of success or professional satisfaction .
“We HIRE based on skills and qualifications, and FIRE based on behavior”
(Nathan Chanesman)
For more than 10 years, the
HR Consult Group AG continuously develops over 100 standard and best-practice job profiles on a scientific basis.
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publication
Aptitude testing
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For yourself
Would you like to reorient yourself professionally and develop your professional potential to the fullest?
Would you like to get to know yourself better and find out where your strengths lie?
Book your aptitude test now:
for your company
You would like to consider aptitude testing for your company to secure your recruitment process – let us analyze your current situation and work out possible options.
Dr. Armin Betz will be happy to take the time to discuss possible options with you in detail.
Call us or reserve an appointment!
Complete aptitude testing
Recognize and develop potential – complete your aptitude assessment now.
- You complete your aptitude test
- The self-assessment takes approximately 30 minutes. It's important that you take your time and answer the questions calmly and truthfully.
- The aptitude test provides you with insightful guidance, but is not a substitute for personal career counseling.
Complete your aptitude test now for €189.00 and prepare for your next career step!
If you complete the aptitude testing procedure with a view to improving your professional and career opportunities, the fees for this are tax-deductible as business expenses in accordance with Section 9 of the Income Tax Act.
Career advice and potential analysis
Benefit from the experience of our consultants in a personal consultation.
- You complete your aptitude test
- How does aptitude testing work? Explanation of the system
- In a personal conversation with your consultant, your results will be discussed, analyzed and interpreted together
- You will receive suggestions for your next career steps: tips and advice on your professional development
Complete your aptitude test now for €349.00, including individual advice for your next career step!
If you complete the aptitude testing procedure with a view to improving your professional and career opportunities, the fees for this are tax-deductible as business expenses in accordance with Section 9 of the Income Tax Act.
Let’s talk!
Whether you are considering aptitude testing for your company to secure your recruitment process, or whether you are looking to reorient yourself professionally and optimally develop your professional potential – let us analyze your current situation and work out possible options.
Dr. Armin Betz will be happy to take the time to discuss possible options with you in detail.
Call us or reserve an appointment!
Your contact person
Dr. Armin Betz founded in 1994 and has been a member of the board of HR Consult Group AG . Its focus is on building networks and cooperation models, which is demonstrated daily with the brands PERSONAL TOTAL and SENATOR. It supports the continuous development of systems and processes in HR consulting. Many of the new developments made by HR Consult Group AG have now become standard in the HR consulting industry. The group's accumulated knowledge over the past decades is summarized in training courses and seminars, enabling comprehensive and well-founded Training to become a personnel consultant is certainly unique in Germany. With more than 250 successfully trained personnel consultants, this represents a unique selling point in the German personnel consulting industry.
He has been working in HR consulting for 30 years, making him one of Germany's most experienced HR consultants. His consulting focus is on the automotive and mechanical engineering sectors, particularly e-mobility and renewable energies. The areas of human resources and Aptitude testing round off his consultant profile.
For several years, he has been a guest lecturer at the University of Applied Sciences in Landshut, specializing in aptitude testing and its current developments. He also serves as a lecturer on campus at the Fresenius University of Applied Sciences in Munich, teaching topics such as the latest HR trends, cutting-edge recruiting methods, and potential analyses.
His doctorate in aptitude testing underscores his expertise in these fields. His dissertation focuses on identifying and demonstrating typical personality traits in engineers and defining areas for development for a successful career. These are presented in the book “Aptitude diagnostics in practice” scientifically derived and presented.
Let’s talk!
If you're considering the LUXXprofile analysis tool for your company, let us analyze your current situation and develop possible options.
Mr. Peter Schönberger will be happy to take the time to discuss possible options with you in detail.
Call us or reserve an appointment!
Analysis tool LUXXprofile
The LUXXprofile analysis tool helps determine the explicit motives of a manager or employee, as these are the causes of their daily behavior, both in their private and professional lives. LUXXprofile focuses on a total of 16 life motives that represent all areas of intrinsic motives, such as curiosity, social recognition, influence, status, and autonomy. Using the LUXXprofile personality analysis, we examine what truly gives the employee or manager joy, what truly motivates them from within. Only when their work is aligned with these motives will they achieve peak performance and remain loyal to the company.
These corresponding results have a direct positive impact on the cost and revenue situation of companies because inadequately high costs are particularly
- excessive fluctuation in the company and
- weak performance of individual employees/managers
responsible.
Our core competency lies in improving these two “cost drivers.” To achieve this, we take a close look at
- whether and to what extent the respective employee/manager fits the position assigned to him
- which changes are necessary to achieve a perfect fit.
- which new employees/managers really fit the company and the role
General and fundamental information
Aptitude diagnostics is a collective term for procedures for measuring competencies and behavioral tendencies with
Occupational relevance. Aptitude testing should, in principle, enable the most accurate prediction possible of a person's likelihood of success or professional satisfaction.
The HR Consult Group's potential and strengths analysis is a test procedure developed on scientific principles to systematically record personality traits relevant to career and success and to determine their extent.
Comparison with position- and job-specific comparison groups can provide information about the accuracy of fit and
The probability of success of the tested persons can be made with a high probability of success. The test is based on a
Self-assessment of the candidates with regard to a variety of situations from daily life and work.
Why aptitude testing
Costs of a bad hire Example:
Cost of personnel selection: approx. 10,000 euros
Preparation of the selection process, interview dates,
Assessment centers, etc.
Separation after training: approx. 15,000 euros
Separation after probationary period: approx. 35,000 euros
renewed vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
renewed vacancy
Loss of established customer relationships, customer erosion
regional competitive disadvantage, etc.
The more important the position, the higher the cost of a bad appointment!
Why aptitude testing
Costs of a bad hire Example:
Cost of personnel selection: approx. 10,000 euros
Preparation of the selection process, interview dates,
Assessment centers, etc.
Separation after training: approx. 15,000 euros
Separation after probationary period: approx. 35,000 euros
renewed vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
renewed vacancy
Loss of established customer relationships, customer erosion
regional competitive disadvantage, etc.
The more important the position, the higher the cost of a bad appointment!
Reasons for aptitude testing
- Fast online procedure (approx. 30 – 45 minutes)
- AGG-compliant
- Result readable / usable even by non-experts
- Setting a standard in personnel assessment
- Aptitude diagnostic competence and development in-house
- Further building blocks for assessing the suitability of a candidate
- Securing the selection based on the candidate’s soft skills
- Early indications of possible deficits of the candidate
- Extremely cost-effective
- High informative value despite low investment of time and money
- Maximum objectivity, reliability, validity and standardization
- Scientifically recognized
Key criteria
What requirements must candidates absolutely meet in order to successfully meet the demands of the position?
Which personality traits/soft skills determine the success or failure of a job holder?
Concentration on a maximum of ten success-relevant, interdisciplinary requirements for the job holder
Thus, personality traits that have the smallest dispersion / range become the key criterion for the respective position or
profession-specific standard or best practice group.
The finding is that the key criteria for successfully performing a position emerge automatically and do not have to be determined in laborious coordination processes with the specialist and human resources departments.
Creation of a best practice profile
- Identification of the most successful employees and definition of success criteria (e.g. sales, return, etc.).
Formation of a best practice group of employees and recording of the relevant, measurable characteristics. - Conducting diagnostic aptitude tests (online on the Internet).
- Test result : Characteristics of successful employees → definition of the best practice profile.
- Determination of the individual profiles of applicants through aptitude diagnostic aptitude tests.
- Comparison of the actual values with the ideal profile, deviation analysis, and testing against BIG POINTS.
Aptitude testing in the context of personnel development
- Practical example
Personnel development of technical trainees in an international corporation - Human resources development
Screening of trainees against the Best Practice Profile (BPP) Young Engineer - Report – Deviation Analysis
Presentation of individual strengths and areas for development - Development needs
confident demeanor, persuasiveness, self-confidence, control and assertiveness - Development areas taken into account in the training concept – Contents of the trainee program:
Communication (persuasion, argumentation, etc.)
Sales (confident appearance, initiative, commitment, initiative, etc.)
Self- and time management (setting priorities, private life, etc.)
Origin of aptitude testing
You can download further information about the aptitude test here.
Definition of technical and interdisciplinary requirements
A crucial prerequisite for a satisfactory result of the potential and strengths analysis is a detailed determination of the professional and interdisciplinary requirements for the position, such as qualifications, knowledge, soft skills, professional interests, and the framework conditions for this, in order to define the "best fit." As a basis for determining the highest possible match of the "best fit" with the person, the person completes a self-assessment on various personality traits as part of the test.
is carried out according to the highest quality criteria regarding objectivity, reliability, validity and standardization.
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Matching soft skills
“We HIRE based on skills and qualifications, and FIRE based on behavior”
(Nathan Chanesman)
Not only technical knowledge, known as hard skills —namely, professional experience, education, languages, and industry knowledge—but above all soft skills —such as professional interests, motivations, values, and social behavior—are crucial for successfully fulfilling a position. How can these soft skills be made measurable, comparable, and digitized?
Use of online-based aptitude diagnostic procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits/social skills and thus also enables objective comparison of alternative candidates with regard to soft skills.
Analogous to the comparison of certificate grades or evaluations and assessments through text passages, it is now also possible to measure soft skills mathematically and digitally and thus present them in a comparable manner.
Matching soft skills
“We HIRE based on skills and qualifications, and FIRE based on behavior”
(Nathan Chanesman)
Not only technical knowledge, known as hard skills —namely, professional experience, education, languages, and industry knowledge—but above all soft skills —such as professional interests, motivations, values, and social behavior—are crucial for successfully fulfilling a position. How can these soft skills be made measurable, comparable, and digitized?
Use of online-based aptitude diagnostic procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits/social skills and thus also enables objective comparison of alternative candidates with regard to soft skills.
Analogous to the comparison of certificate grades or evaluations and assessments through text passages, it is now also possible to measure soft skills mathematically and digitally and thus present them in a comparable manner.
What distinguishes the best in a professional group?
The successful people in a professional group are almost identical in the expression of their personality traits.
Key findings
1. The successful individuals in a given professional group are virtually identical in their personality traits and soft skills. Each normative or best practice profile creates its own specific profile, typical for that professional group.
2. The 10 key criteria of a standard or best practice profile are generated from the results of the group itself. These are the ones with the smallest variance. These are the ones with the highest agreement on the characteristics.
From professional requirements to best practice profile
How to create a best-practice profile using aptitude testing.
Implementation in practice
Example evaluation
Modern online-based aptitude diagnostics compare candidates with profiles from the respective professional group.
Individual results are compared with a job- and position-specific comparison group and enable
the validation of strengths and potential.
This makes it possible to make recommendations for and against settings.
In a 30-45 minute online assessment, candidates complete a self-assessment.
A test in itself has only minimal significance; only by comparing/mirroring the results with the benchmark of the comparison group can well-founded statements about suitability and probability of success be made.
Here, too, digital recording and further processing is a prerequisite.
Implementation in practice
Example evaluation
Modern online-based aptitude diagnostics compare candidates with profiles from the respective professional group.
Individual results are compared with a job- and position-specific comparison group and enable
the validation of strengths and potential.
This makes it possible to make recommendations for and against settings.
In a 30-45 minute online assessment, candidates complete a self-assessment.
A test in itself has only minimal significance; only by comparing/mirroring the results with the benchmark of the comparison group can well-founded statements about suitability and probability of success be made.
Here, too, digital recording and further processing is a prerequisite.
Standard & Best Practice Profiles
Only in comparison with candidates from the same professional group can a statement be made about the quality of the characteristic.
publication
This book focuses on the following topics:
Identifying the typical personality traits of an engineer and defining areas for development for a successful career.
The book provides a structured approach to personality traits and their testing procedures, highlighting the current state of the art in aptitude testing. This research project also explains and refines existing aptitude testing procedures, analyzes test results, and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The key development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book “Aptitude Diagnostics in Practice” by Dr. Armin Betz directly here.
Price: 39.90 €
publication
This book focuses on the following topics:
Identifying the typical personality traits of an engineer and defining areas for development for a successful career.
The book provides a structured approach to personality traits and their testing procedures, highlighting the current state of the art in aptitude testing. This research project also explains and refines existing aptitude testing procedures, analyzes test results, and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The key development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book “Aptitude Diagnostics in Practice” by Dr. Armin Betz directly here.
Price: 39.90 €
Potential analyses are a must for managers
When filling management positions, candidates expect aptitude diagnostic procedures to be carried out.
CUSTOMER TESTIMONIALS
Managers expect HR consultancies to carry out aptitude diagnostics
More than half of the candidates expect an aptitude diagnostics/potential analysis from personnel consultancies.
Interested?
If you are interested
- to carry out an aptitude test yourself,
- want to use aptitude testing to strengthen your team,
- to better assess potential new employees or
- simply want to learn more about aptitude testing
contact Mrs. Diana Diewald at +49 (0)871 430 888-10 ,
or by email at d.diewald@hr-consult-group.de .